What’s Included with a Comprehensive National Background Check? | Pre-Check Complete

What’s Included with a Comprehensive National Background Check?

We are starting a video series to dive deep into our services and how Pre-Check provides value to our clients. Watch below as we sit down with Pre-Check President & CEO, Bob Drusendahl, to discuss Pre-Check Complete (a comprehensive national background check).

*below is a transcription of the video.

Database Search: The First Step of Our Complete Background Check

Pre-Check Complete is really a cumulative package of three different products. The first part covers hundreds and hundreds of databases.

We cover a national approach to what’s being done electronically by using today’s technologies to tap into part of the FBI, part of the U.S. Marshals Office, and part of the Office of Asset Control.

We check all 50 states for sexual offenders and record that information.

We gather career felons reported electronically for 42 of the 50 states (8 do not report electronically).

We do a Social Security search and to identify addresses that the applicant may or may not have told you about.

Step Two: Scraping the Records

The second part of what we do would involve going and collecting the records from individual companies, it’s called scraping the records. Whether it’s the 254 counties in Texas, the 99 counties in Iowa, or the 88 counties in Ohio, we’re able to collect or screen the records for both felonies and misdemeanors.

The Importance of Misdemeanors.

Pre-Check Complete Slide

Misdemeanors are even more important these days, as drug and substance abuse is increasing and all over the news. As an employer, you don’t care if the candidate had/sold a little bit of fentanyl or a lot of fentanyl, they abused illegal drugs and substances and that should affect your hiring decision.

The amount of drugs, along with other factors, determine whether it is a felony or misdemeanor. Many think that misdemeanors aren’t criminal, that they aren’t very serious (like traffic violations), but it’s simply not true.

Misdemeanors that Indicate Workplace Violence

Did you know that domestic violence, the leading indicator of violence in the workplace, starts out as a misdemeanor? Over time, it migrates up to a felony. That means you could hire someone who is a domestic abuser, and not know because they only had a misdemeanor charge.

If a person points a weapon at you that’s unloaded, it’s a 4th degree felony, but it could be plea bargained down to a first degree misdemeanor. Now, if someone is pointing a weapon at you, you’re going to take that seriously no matter the charge (whether it’s a felony or a misdemeanor in the case). This is why we do scrape the records of the states and collect the fillings and misdemeanors.

Why Pre-Check Goes Beyond Scraping the Records (Step Three)

Sometimes, the scraping of state records to collect all filings and misdemeanors isn’t enough. Let’s say your applicant is Mary Smith and you want to make sure you get the right Mary Smith, as it is a common name. The electronic data will report different Mary Smiths that are not confirmed by two identifiers. Therefore, Pre-Check wants to ensure we have the right Mary Smith.

To do this, we send someone into all 3,141 counties (in the United States and U.S. territories) and we’re able to search them for criminal histories.

Tracking Down Elvis

Let’s say you were tracking down Elvis Presley. You would go to Lee County, Mississippi, to Tupelo, and do a search there. But, he also was in Clark County, Nevada (Las Vegas) as well – so you’d want to search there too. Then, of course, his home was in Shelby County, Tennessee (in Memphis) – this county would be searched.

The point is that we’re able to search national databases, and then get specific and search all 3,141 counties in the United States in addition to International Search capabilities.

Pre-Check Complete is a genuine, fully comprehensive, national background check.

To learn about this offering and how The Pre-Check Company can help you, give us a call and ask for Bob. How many companies do you know where the President is available right out of the gate?

Human Resources professionals and recruiters have learned to quickly adapt to the everchanging job market and the need to fill open positions by taking a fresh approach. We’re talking about online recruiting. This includes strategies like job board advertising and tapping into your current employees. By doing so, your organization can succeed in filling those difficult positions.

Online recruiting is cost effective and will help save time and ensure efficiency in the long run. Here are some useful tips that will help fill job vacancies sooner rather than later.

Utilize Social Media Networks

Fine-tuning your company’s social media accounts is the first step. Most job seekers will initially review a company’s online presence. Blogs and videos are a good way to interact with a potential candidate and provide a real-time experience of what it will be like working with your company. Also, this provides an opportunity to promote perks such as employee benefits and highlight employee satisfaction rates.

Encourage Employee Referrals

Employee referrals are another opportunity to recruit and hire excellent candidates. The time to hire based on an employee referral is reduced and the employee’s job expectancy is longer than that of any other candidate. An employee referral program is also an incentive for existing employees.

Get Smart with Your Content Marketing

Exciting and unique content is attractive to job seekers. Making your company stand out is desirable and helps increase your company’s reputation. Having open dialogue with candidates is a great experience. For example, offering a tour of your building and speaking with a few employees, or a having a happy-hour where candidates and current employees can network is a creative way to recruit employees.

Focus on College Recruiting

Targeting young adults early on is a good tactic. Internships are beneficial in connecting with students that will graduate soon. An internship provides job experience and shows that there are opportunities for career development within your organization. Internships give a true portrait of what life will look like while experiencing your company’s culture. Company culture is at the top of the list as the number one priority of job seekers.

Online recruiting is favorable for the job seeker and the employer. Exchanging conversation by email or social media is more so common than the traditional phone call from an employer. Establishing a warm and friendly connection will set your organization apart from others. Job seekers are looking for employers that are accessible and realistic. In turn, establishing loyalty from employees who will stay with your organization for a long time. Online recruitment should now be an integral part of any organization’s recruitment strategy.

In the job market, companies are challenged to find leaders with the skills to impact the success of an organization. Lack of capable leadership is evident at all levels of business and is an ongoing issue faced by organizations. Currently, in our nation’s labor market, low unemployment rates have been paired with a lagging labor, which forces participation and a growing skills gap. This makes it difficult for businesses to find qualified candidates for all types of roles.

To overcome these issues and remedy leadership gaps, we recommend implementing a leadership strategy to help your organization succeed. Below we have highlighted some of the best practices.

Know Your Future Leaders

Within the next few years, millennials will make up 50% of the workforce, and as baby boomers continue to retire, there is a need to target this demographic. Millennials have a specific set of criteria when it comes to an ideal career path. For example, having the option to have a flexible work schedule and an amiable work culture. Empowerment is a key tool in attracting and retaining millennials within your organization.

Write Job Postings That Give Leaders a Reason to Apply

When writing a job posting, it should be clear and concise. It is important that the candidate understand the requirements for the job. Incorporate details about your organization’s culture and highlight the achievements. Maintaining a good level of communication with the hiring manager is ideal so that the posting receives a good number of responses.

Understand the Need to Nurture

Often executives are already employed and need a reason for a career change. Engaging with potential candidates is not always immediate and can take some time. Most candidates will become familiar with your organization by reviewing the company’s website or social media profile. It will take a few instances before an individual applies for a position. Maintaining a relationship with passive candidates can help reduce the time to hire.

The new definition of an executive is a thought-leader that inspires commitment. The gap in executive leadership is difficult for most organizations. Another challenge that leaders are facing is the ability to manage change. The role of an executive has progressed and requires the talent of a highly skilled individual. Implementing a leadership strategy is the best way to overcome the leadership gap. Leadership strategies will help improve an organization’s bottom line while meeting long-term goals.

As a Human Resources professional, there is a balancing act with being effective and practical, making it possible to hire the best candidates. Employment background screening has become a vital part of the HR process, giving employers the information they require to hire these candidates for their organizations. When conducting background checks, there are guidelines that must be followed. These guidelines have been established by the FCRA (Fair Credit Reporting Act) and the EEOC (Equal Employment Opportunity Commission).

The FCRA and EEOC help to ensure that background screening is worth it, providing more consistent safety, security, and improved regulatory compliance.

Improving Efficiency in the Screening Process

The job of an HR professional is constantly evolving, and as the workload continues to increase, it is key to remain consistent when screening potential new hires. Generally, there are time constraints that impose a sense of urgency to fill open positions. An HR professional assists in all stages of the interviewing process including pre-screening, in-person interviews, and background checks.

Obtaining and Verifying Quality Information

An organization will often outsource to collect relevant data about potential candidates. This data includes verifying addresses, prior employment information, education, and any criminal history. Keeping in mind that the information must comply with the federal and state regulations so that the practice of hiring remains fair to the candidate and that the organization remains unbiased.

Reducing the Time to Hire

When collecting data about the potential hire, an HR professional has to review the data and ensure that the candidate is a good fit for the organization. Reviewing an individual’s data can be time-consuming, taking into consideration that there are multiple candidates that are being reviewed to fill numerous open positions.

Ensuring a Positive Candidate Experience

During the screening process, it is important to keep the potential candidate up to speed with the hiring process. This puts the candidate’s mind at ease and promotes open dialogue between both parties. Recently, organizations have placed a focus on a candidate’s hiring experience because that is the first impression that an individual has of the organization.

An HR professional is an integral part of the hiring process and works competently to make certain that the best candidate is hired. Thorough background screening is critical to making an informed decision. As industries continue to grow, HR professionals will be required to perform at an even quicker pace. Background screening improves the quality of hires while protecting the reputation of an organization!